Director, People Development & Effectiveness (UAE National)

Job Description

Job Purpose:

The Director is accountable for strengthening SSMC's lowest-maturity P&Opillar, responding to identified business risks in workforce planning and career mobility, embedding the EX = PX principle, and translating the SSMC WayAcademy into a scalable, revenue-generating capability, subject to Financeand Commercial validation.

Responsibilities

• Design, implement, and continuously improve SSMC's performance management framework
• to ensure it is meaningful, fair,forward-looking, and differentiated
• Drive a meritocracy-based performance culture aligned to SSMC Values, the SSMC Way Programme, and the PH EX = PX formula
• Oversee the annual performance cycle endto end: goal setting, mid-year check-ins, year-end calibration, and rating distribution
• Partner with People Rewards & Governance to ensureperformance outcomes directly inform compensation, recognition, and careerprogression decisions
• Build accountability culture tools and metrics to track delivery vs. intent across SSMCleadership and teams

• Design and run the SSMC High Potential Identification Programme, with a targetof achieving 60% bench strength for all critical and senior leadership roles by end of FY2027
• Build and maintain succession plans for all critical roles,with readiness ratings updated quarterly
• Develop the Emirati Accelerated Leadership Programme in partnership with DOH, ADEK, and UAEN hiring bodiesto meet Emiratization targets and grow the national leadership pipeline
• Facilitate talent review calibration sessions with clinical and operational leaders to identify, stretch, and retain high-potential SSMCers
• Maintain talent pool visibility for the Executive Director, P&O and SSMC Executive Team

• Lead the design, curation, and governance of SSMC's learning ecosystem across clinical
• competency, functional excellence, and leadership domains
• Develop and deliverbite-size, digital-first learning programmes aligned to SSMC's strategic
• priorities, capability gaps, and the SSMC Way
• Drive adoption and utilization of PH's EduCare and Delta Force capability platforms, ensuring
• active learner engagement and measurable skill development
• Manage the SSMC Training Academy and ensure delivery against the annual L&D plan, ROI targets, and utilization benchmarks
• • Expand the SSMC Training Academy into the SSMC Way Academy, with internal cross-charge, externalenterprise and publicenrolment, and government-funded or DOH-CPD-accredited programme streams
• Oversee mandatorycompetency-based training compliance, DOH license renewal requirements, and training record management
• Partner with external institutions (e.g., RCSI, INSEAD, AHEIs) for specialized clinical and leadership programmes

• Design and deliver SSMC's enduring leadership development architecture to build bench
• strength and consistent leadership quality at all levels
• Deliver executive and senior leadership development programmes in partnership with academic institutions
• Build internal coaching and mentoring ecosystems that develop leadership confidence, accountability, and the abilityto challenge constructively
• Lead the EmiratiAccelerated Leadership Programme to fast-track high-potential UAE nationaltalent into senior clinical and operational leadership roles

• Lead SSMC's employee wellbeingstrategy encompassing physical, mental, financial, and
• occupational healthdimensions
• Oversee the WorkplaceWellness Council and ensureits annual programmedelivers against all six core pillars: Wellbeing, Rewards & Recognition, Engagement, Surveys, Community, and Culture
• Lead the Saadni peer supportprogramme, Workplace Violence Response Programme, and CriticalIncident Stress Management initiatives
• Drive DOH and PH Engagement Survey cycles; analyse results, benchmark against sector, and developtargeted improvement action plans with P&OBusiness Partners
• Design and track wellbeing KPIs including burnout indicators, engagement scores (DOH EES
• target ≥ 4.5), and programme utilization rates
• Partner with the Occupational Health team to ensure environmental, ergonomic, and health screeninginitiatives are delivered on schedule

• Lead the P&O Business Partnership Team as the primary interface between P&O and SSMC's clinical,
• operational, and corporateleadership teams
• Translate SSMC strategy and business priorities into integrated people plans covering workforce planning,
• organisation design, capability, performance, engagement, succession, and change
• Establish clear servicestandards, stakeholder governance, and business partnership rhythms to improve
• responsiveness, ownership, and employee experience
• Use workforceand people insightsto proactively identify risks, challenge constructively, and support leaders
• in making evidence-based people decisions
• EnsureBusiness Partners drive execution of performance, talent, engagement, wellbeing, and organisational
• effectiveness priorities within their assignedportfolios

• Develop the SSMC Way Academy as a scalable capability and potential profit centre serving SSMC,
• PureHealth entities, external enterprises, and eligiblegovernment-funded programmes
• Build and execute the Academy commercial plan, including programme portfolio, accreditation, pricing,
• demand generation, delivery capacity,partnership model,and financial governance
• Work with Finance and Commercial teams to validate planning assumptions and pursue the illustrative Year 1

• Track Academy revenue, cost, contribution, learner outcomes, utilization, and client satisfaction, ensuring commercial growth does not compromise quality or mandatory internal capability needs

• Lead organizational effectiveness diagnostics including culture surveys, P&O maturity assessments, teameffectiveness tools, andbusiness alignment surveys
• Champion the SSMC Way Programme and Accountability Culture initiative to embed values-aligned behaviours across all levels of the organisation
• Partner with P&O Business Partners and the PeopleStrategy team on change management and organisation design interventions
• Oversee the Employee Relations function to ensure proactive, analytics-driven management of workplace issues, investigations, andoff-boarding
• Track and report on capability, engagement, performance, and wellbeing KPIsto the Executive Director, P&Oand SSMC Leadership Team

• Accountable for achieving SSMC bench strength of 60% for critical roles by end of FY2027
• Accountable for improving the DOH Employee Satisfaction Score from the2024 baseline of
• 3.9 toward a target of 4.5 by FY2027
• Accountable for L&D utilisation ratesand the quality of learning interventions as measured by post-programme effectiveness surveys
• Accountable for theon-time delivery of mandatory training compliance and DOH licence renewal requirements
• Accountable for theSSMC Way Programme rollout and measurable culture indicators including the Accountability Culture index
• Manages the People Development & Effectiveness budgetacross L&D, wellbeing, andorganisational effectiveness programmes
• Accountable for strengthening the maturity of the People Development & Effectiveness pillar and
• providing a singlepoint of ownership across its sub-functions
• Accountable for leading the P&O Business Partnership Team and ensuring integrated people plans,consistent stakeholder coverage, and measurable service delivery acrossassigned portfolios
• Accountable for development of the SSMC Way Academy commercial model and progress toward the illustrative AED 4.5 millionYear 1 revenueambition, subjectto Finance and Commercial validation
• Accountable for Academy financial and operational performance, including revenue, contribution,
• programme quality, accreditation, utilisation, and learner outcomes
• Manages the P&O Business Partnership Team together with the Organisational Effectiveness Managers, Coordinators, and the Engagement & Employee Branding Specialist
• Reports on capability, engagement, performance, and wellbeing KPIs to the Executive Director, P&Oand SSMC Leadership Team

Core Competencies & Skills

Educational Qualification:

Required:

• Bachelor's degree in HumanResources, Organizational Psychology, Education, Business

Administration, or a related field

Desired:

• Master's degree in Organisational Development, HumanResource Management, Education

Leadership, or a related field

Specialist Certifications:

Required:

• Recognized HR certification such as CIPD Level 5/7 (Learning & Development pathway), SHRM-CP/SCP, or equivalent
• Recognised coaching or facilitation qualification (e.g., ICF Associate Certified Coach, Hogan, or equivalent)

Desired:

• Certified Professional in Learning and Performance (CPLP /ATD certification)
• Organisational Development (OD) certification or equivalent accreditation

Experience:

Required:

• 8–10 years of progressive HR or L&D experience, of whicha minimum of 4 years in a senior leadership role managing learning, OD, or people development functions
• Proven track record designing and delivering organisational capability and leadership development programmes at scale

Desired:

• Experience in a large healthcare, medical centre, or hospital environment
• Demonstrated experience implementing digital learning ecosystems and culture transformation programmes
• Experience facilitating talent review and succession planning processes for seniorleadership populations